Review the evidence signals before interviewing. Then use the anchored descriptions—not instinct alone—to choose the score that best matches each answer.
01
Evaluation factor
Execution and reliability
35% weight
Check how they handled interview scheduling volume, offer letter drafts, and HRIS data entry in Workday, BambooHR, or Greenhouse: ask about candidates coordinated per week and error rates.
Evidence to listen for
Describes a workload they owned and how they kept it from slipping
Names the tools and systems they ran day to day
Can talk about volume: tickets, inboxes, orders, uptime
Nothing quietly falls through when they are busy
Five-point scoring guide
1
Poor
Cannot describe their own workload; things slip without them noticing.
2
Needs Improvement
Handles routine volume; drops work under pressure.
3
Satisfactory
Reliable on steady-state work; struggles when volume spikes.
4
Very Good
Consistently reliable at real volume with a system for staying on top.
5
Excellent
Names the ATS and HRIS used, cites weekly scheduling volume, and describes personal checks that kept new hire paperwork clean.
02
Evaluation factor
Improving the process
25% weight
Probe for a coursework project or internship task where they tidied an onboarding checklist, built a tracker, or templated recruiter emails, and what time it saved.
Evidence to listen for
Has changed a process rather than only following one
Can name what was slow or error-prone and what they did about it
Documents so the improvement survives them
Knows when a process is worth automating and when it is not
Five-point scoring guide
1
Poor
Follows instructions only; no sense that process can change.
2
Needs Improvement
Notices problems but escalates rather than solving.
3
Satisfactory
Makes small improvements; impact is local and undocumented.
4
Very Good
Has redesigned a real process with measurable effect.
5
Excellent
Points to a specific artefact (day one checklist, exit survey form, spreadsheet tracker) they built and can quantify the hours it removed.
03
Evaluation factor
Judgement and autonomy
25% weight
Assess handling of confidential material: salary data, I-9 or right to work documents, candidate rejections. Ask when they escalated to an HR manager rather than replying themselves.
Evidence to listen for
Knows what to decide alone and what to escalate
Handles an exception without freezing or improvising recklessly
Protects confidentiality and access appropriately
Asks a clarifying question rather than guessing on something costly
Five-point scoring guide
1
Poor
Either escalates everything or acts recklessly on their own.
2
Needs Improvement
Needs frequent direction; uneasy with exceptions.
3
Satisfactory
Sound judgement on familiar decisions.
4
Very Good
Clear sense of their own authority; handles exceptions well.
5
Excellent
Draws a clear line between routine questions they answered and sensitive matters escalated; treats employee data confidentiality as non-negotiable.
04
Evaluation factor
Communication
15% weight
Look for tone in candidate and employee facing messages: interview confirmations, chasing missing onboarding documents, declining applicants. Ask how they handled a frustrated hiring manager.
Evidence to listen for
Writes clearly enough that people act without a follow-up
Manages expectations before a deadline slips, not after
Handles a frustrated colleague or customer calmly
Works across time zones or async where the role needs it
Five-point scoring guide
1
Poor
Unclear written communication; goes quiet when things slip.
2
Needs Improvement
Communication needs chasing; raises problems late.
3
Satisfactory
Clear enough day to day; proactive updates are inconsistent.
4
Very Good
Clear, proactive, and calm under pressure.
5
Excellent
Writes clearly and courteously under time pressure, follows up without nagging, and keeps hiring managers informed of scheduling slippage early.
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